Overtime work has become a common aspect of today’s work life. In some cases, employees complain about having to spend too much time on overtime work, sacrificing time with their families in order to please their employers.
In the not-so-distance past, overtime work was considered rare, with most workers adhering to a 40-hour work week. But in today’s work environment, overtime work is sometimes considered mandatory.
When overtime work is required, it is known as forced overtime. The question inevitably arises: Does the worker feel free to reject overtime work, or is he or she being forced to work hours over and above the standard 40-hour work week?
When overtime work becomes mandatory, lawsuits often result. In such cases, the issue becomes the way in which the employer communicated overtime work requirements to the employee. In other words, did the employee expect overtime work as part of the job, or is this a new requirement being forced upon the employee?
A number of employees value overtime work because of the extra compensation it can bring, improving the quality of life for their families. Indeed, because of wages that may be below cost of living standards, some employees might rely on overtime work just to meet the expenses in their family budget.
But overtime work can become dangerous when too much work is required. For instance, immigrants who are desperate for employment might find themselves working overtime at a rate of 80 hours a week, forced to work well beyond the normal eight-hour day just to survive. Such “extreme” overtime work situations often occur at so-called factory farms, which require workers to put in extra hours just to keep the farms going. In such situations, the Department of Labor may be called in to assess the situation.
When lawsuits involving overtime work do occur, they can often be settled prior to going to court. Indeed, it may be in the client’s best interest to negotiate rather than litigate an overtime work claim.
If you are looking for a lawyer to handle a case that involves overtime work, it is important to look into the attorney’s background to see if he or she has handled such cases before. The lawyer should also have a good working knowledge of fair labor practices, along with an understanding of the specifics of your overtime work claim. Schneider and Wallace have the expertise necessary to pursue your claim involving overtime work.
While we might like to think that forced overtime work gained disfavor after the 19th century, we must recognize that violations of overtime law do in fact exist. Large corporations, especially retailers, are particularly vulnerable to claims involving forced overtime work.
If you feel as if you’re the victim of violations involving overtime work, be sure to document your claim. Gather together any records you have showing the amount of overtime work you’ve been forced to complete. Then, contact our attorneys at Schneider and Wallace in order to find out what kind of legal recourse you might have regarding overtime work.
LinkWithin
